Causal Factors Influencing to Business Operation on Human Capital in Heilongjiang Province
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Abstract
This research article studies the causal factors affecting business performance on human capital in Heilongjiang Province, identifies and analyzes the underlying factors of population decline and personnel outflow in Heilongjiang Province, with the objectives of this research study were: (1) To identify and analyze factors behind population decline and talent outflow in Heilongjiang province. (2) To examine key aspects that impact business operations and management in Heilongjiang enterprises. (3) To recommend policy measures that Heilongjiang province can implement. This mixed-methods study investigated the causal factors influencing business operations through human capital in Heilongjiang Province, China. For the quantitative component, a simple random sample of 400 individuals was drawn from the 31.85 million population using Taro Yamane's formula with a 5% margin of error, and survey data was collected through questionnaires. The qualitative component involved in-depth interviews face to face with several key questions, including government officials, business managers, and university faculty. The research results were found as follows; (1) The population decrease in Heilongjiang was primarily due to large-scale immigration, driven by factors associated with the area of origin, the area of destination, intervening obstacles, and personal factors. The population loss had subsequently influenced local government policies and motivation factors, which then impacted the operations of local enterprises. (2) Structural equation modeling (SEM) analysis demonstrated that the decision to migrate, local government policies, and motivation factors affecting expectations had a positive direct influence on business operations in human capital. The overall SEM model exhibited a good fit, indicating the robustness of the proposed causal relationships. (3) Policy measures informed by research can address the serious human capital challenge facing businesses in Heilongjiang. Local governments should facilitate talent mobility through favorable policies, infrastructure upgrades, and incentives. Businesses must prioritize human resources - controlling costs while offering career growth and competitive compensation to boost productivity and innovation. Strengthening coordination among stakeholders is crucial to balance interests, enable orderly population movement, and foster regional development. Understanding population dynamics, refining regulations, and removing migration barriers can promote rational mobility.
The theoretical models used to analyze business performance in human capital include migration decision, local government policy theory, and expectancy-related motivation theory. In addition, this study can be used to optimize Heilongjiang's strategic emerging industries.
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